in justifying recruitment efforts 1 OBJECTIVES Understanding your - - PowerPoint PPT Presentation

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Utilizing workforce data to assist in justifying recruitment efforts

OBJECTIVES

• Understanding your workforce data
• 7 steps to justify recruitment efforts
• Importance of collaborating with your

departments Workforce Planning Coordinator

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Step 1

• Analyze your workforce data by comparing

your established positions to your departments vacancy percentage for those classifications.

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Class Title Established Positions Vacant Positions Vacancy Percentage Age 50-54 Age 55-59 Age 60-64 Age 65+ Grand Total Recruit Potential Impact LEGAL SECRETARY 4 2 50.00% 1 1 2 1 75 ASSOCIATE PROGRAMMER ANALYST (SPECIALIST) 14 5 35.71% 2 2 1 5 70.14 OFFICE TECHNICIAN (GENERAL) 23 7 30.43% 1 5 1 7 1 56.52 OFFICE TECHNICIAN (TYPING) 27 8 29.63% 6 3 1 1 11 70.3 SENIOR PERSONNEL SPECIALIST 4 1 25.00% 1 3 4 100 STAFF PROGRAMMER ANALYST (SPECIALIST) 40 10 25.00% 9 3 2 14 60 SYSTEMS SOFTWARE SPECIALIST II (TECHNICAL) 67 12.2 18.21% 16 7 4 27 2 40.5 DATA PROCESSING MANAGER II 24 4 16.67% 7 1 1 9 58.2 EXECUTIVE SECRETARY II 13 2 15.38% 5 1 1 7 69.23 PERSONNEL SPECIALIST 13 2 15.38% 2 1 5 1 9 1 76.92 SENIOR INFORMATION SYSTEMS ANALYST (SPECIALIST) 52 8 15.38% 7 12 4 23 59.61 ASSOCIATE INFORMATION SYSTEMS ANALYST (SPECIALIST) 65 7.25 11.15% 13 14 3 30 57.3 SENIOR PROGRAMMER ANALYST (SPECIALIST) 18 2 11.11% 5 2 1 8 55.55 STAFF INFORMATION SYSTEMS ANALYST (SPECIALIST) 64 7 10.94% 15 14 8 1 38 70.31 SYSTEMS SOFTWARE SPECIALIST III (TECHNICAL) 30 3 10.00% 5 3 1 9 2 40 EXECUTIVE SECRETARY I 11 1 9.09% 4 2 2 8 81.81 PERSONNEL SUPERVISOR I 3 0.00% 1 1 2 66.66 STAFF INFORMATION SYSTEMS ANALYST (SUPERVISOR) 3 0.00% 1 1 2 66.66 SENIOR INFORMATION SYSTEMS ANALYST (SUPERVISOR) 3 0.00% 2 2 66.66 INFORMATION SYSTEMS TECHNICIAN 4 0.00% 2 2 50 DATA PROCESSING MANAGER IV 5 0.00% 2 2 1 20 DATA PROCESSING MANAGER III 25 0.00% 7 4 3 14 56 DIGITAL PRINT OPERATOR II 3 0.00% 3 3 100 OFFICE ASSISTANT (GENERAL) 2 0.00% 2 2 100 MATERIALS AND STORES SPECIALIST 3 0.00% 1 1 2 66.66 STOCK CLERK 1 0.00% 1 1 100 PROPERTY CONTROLLER II 1 0.00% 1 1 100 SYSTEMS SOFTWARE SPECIALIST II (SUPERVISORY) 3 0.00% 1 1 2 100 SYSTEMS SOFTWARE SPECIALIST III (SUPERVISORY) 4 0.00% 1 2 1 4 100 INFORMATION SYSTEMS TECHNICIAN SPECIALIST I 3 0.00% 2 1 3 100

Workforce Data by Vacancy Percentage

Step 2

• Once you have determined your vacancy rate

review the demographics of your filled positions.

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Class Title Established Positions Vacant Positions Vacancy Percentage Age 50-54 Age 55-59 Age 60-64 Age 65+ Grand Total Recruit Potential Impact LEGAL SECRETARY 4 2 50.00% 1 1 2 1 75 ASSOCIATE PROGRAMMER ANALYST (SPECIALIST) 14 5 35.71% 2 2 1 5 70.14 OFFICE TECHNICIAN (GENERAL) 23 7 30.43% 1 5 1 7 1 56.52 OFFICE TECHNICIAN (TYPING) 27 8 29.63% 6 3 1 1 11 70.3 SENIOR PERSONNEL SPECIALIST 4 1 25.00% 1 3 4 100 STAFF PROGRAMMER ANALYST (SPECIALIST) 40 10 25.00% 9 3 2 14 60 SYSTEMS SOFTWARE SPECIALIST II (TECHNICAL) 67 12.2 18.21% 16 7 4 27 2 40.5 DATA PROCESSING MANAGER II 24 4 16.67% 7 1 1 9 58.2 EXECUTIVE SECRETARY II 13 2 15.38% 5 1 1 7 69.23 PERSONNEL SPECIALIST 13 2 15.38% 2 1 5 1 9 1 76.92 SENIOR INFORMATION SYSTEMS ANALYST (SPECIALIST) 52 8 15.38% 7 12 4 23 59.61 ASSOCIATE INFORMATION SYSTEMS ANALYST (SPECIALIST) 65 7.25 11.15% 13 14 3 30 57.3 SENIOR PROGRAMMER ANALYST (SPECIALIST) 18 2 11.11% 5 2 1 8 55.55 STAFF INFORMATION SYSTEMS ANALYST (SPECIALIST) 64 7 10.94% 15 14 8 1 38 70.31 SYSTEMS SOFTWARE SPECIALIST III (TECHNICAL) 30 3 10.00% 5 3 1 9 2 40 EXECUTIVE SECRETARY I 11 1 9.09% 4 2 2 8 81.81 PERSONNEL SUPERVISOR I 3 0.00% 1 1 2 66.66 STAFF INFORMATION SYSTEMS ANALYST (SUPERVISOR) 3 0.00% 1 1 2 66.66 SENIOR INFORMATION SYSTEMS ANALYST (SUPERVISOR) 3 0.00% 2 2 66.66 INFORMATION SYSTEMS TECHNICIAN 4 0.00% 2 2 50 DATA PROCESSING MANAGER IV 5 0.00% 2 2 1 20 DATA PROCESSING MANAGER III 25 0.00% 7 4 3 14 56 DIGITAL PRINT OPERATOR II 3 0.00% 3 3 100 OFFICE ASSISTANT (GENERAL) 2 0.00% 2 2 100 MATERIALS AND STORES SPECIALIST 3 0.00% 1 1 2 66.66 STOCK CLERK 1 0.00% 1 1 100 PROPERTY CONTROLLER II 1 0.00% 1 1 100 SYSTEMS SOFTWARE SPECIALIST II (SUPERVISORY) 3 0.00% 1 1 2 100 SYSTEMS SOFTWARE SPECIALIST III (SUPERVISORY) 4 0.00% 1 2 1 4 100 INFORMATION SYSTEMS TECHNICIAN SPECIALIST I 3 0.00% 2 1 3 100

Step 2 Example

Step 3

• Compare the amount of vacancies in the

established position with current recruitment efforts.

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Class Title Established Positions Vacant Positions Vacancy Percentage Age 50-54 Age 55-59 Age 60-64 Age 65+ Grand Total Recruit Potential Impact LEGAL SECRETARY 4 2 50.00% 1 1 2 1 75 ASSOCIATE PROGRAMMER ANALYST (SPECIALIST) 14 5 35.71% 2 2 1 5 70.14 OFFICE TECHNICIAN (GENERAL) 23 7 30.43% 1 5 1 7 1 56.52 OFFICE TECHNICIAN (TYPING) 27 8 29.63% 6 3 1 1 11 70.3 SENIOR PERSONNEL SPECIALIST 4 1 25.00% 1 3 4 100 STAFF PROGRAMMER ANALYST (SPECIALIST) 40 10 25.00% 9 3 2 14 60 SYSTEMS SOFTWARE SPECIALIST II (TECHNICAL) 67 12.2 18.21% 16 7 4 27 2 40.5 DATA PROCESSING MANAGER II 24 4 16.67% 7 1 1 9 58.2 EXECUTIVE SECRETARY II 13 2 15.38% 5 1 1 7 69.23 PERSONNEL SPECIALIST 13 2 15.38% 2 1 5 1 9 1 76.92 SENIOR INFORMATION SYSTEMS ANALYST (SPECIALIST) 52 8 15.38% 7 12 4 23 59.61 ASSOCIATE INFORMATION SYSTEMS ANALYST (SPECIALIST) 65 7.25 11.15% 13 14 3 30 57.3 SENIOR PROGRAMMER ANALYST (SPECIALIST) 18 2 11.11% 5 2 1 8 55.55 STAFF INFORMATION SYSTEMS ANALYST (SPECIALIST) 64 7 10.94% 15 14 8 1 38 70.31 SYSTEMS SOFTWARE SPECIALIST III (TECHNICAL) 30 3 10.00% 5 3 1 9 2 40 EXECUTIVE SECRETARY I 11 1 9.09% 4 2 2 8 81.81 PERSONNEL SUPERVISOR I 3 0.00% 1 1 2 66.66 STAFF INFORMATION SYSTEMS ANALYST (SUPERVISOR) 3 0.00% 1 1 2 66.66 SENIOR INFORMATION SYSTEMS ANALYST (SUPERVISOR) 3 0.00% 2 2 66.66 INFORMATION SYSTEMS TECHNICIAN 4 0.00% 2 2 50 DATA PROCESSING MANAGER IV 5 0.00% 2 2 1 20 DATA PROCESSING MANAGER III 25 0.00% 7 4 3 14 56 DIGITAL PRINT OPERATOR II 3 0.00% 3 3 100 OFFICE ASSISTANT (GENERAL) 2 0.00% 2 2 100 MATERIALS AND STORES SPECIALIST 3 0.00% 1 1 2 66.66 STOCK CLERK 1 0.00% 1 1 100 PROPERTY CONTROLLER II 1 0.00% 1 1 100 SYSTEMS SOFTWARE SPECIALIST II (SUPERVISORY) 3 0.00% 1 1 2 100 SYSTEMS SOFTWARE SPECIALIST III (SUPERVISORY) 4 0.00% 1 2 1 4 100 INFORMATION SYSTEMS TECHNICIAN SPECIALIST I 3 0.00% 2 1 3 100

Step 3 Example

Step 4

• Analyze your departments age demographics

for the position for total amount that may retire in 5 years.

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Class Title Established Positions Vacant Positions Vacancy Percentage Age 50-54 Age 55-59 Age 60-64 Age 65+ Grand Total Recruit Potential Impact STAFF INFORMATION SYSTEMS ANALYST (SPECIALIST) 64 7 10.94% 15 14 8 1 38 70.31 ASSOCIATE INFORMATION SYSTEMS ANALYST (SPECIALIST) 65 7.25 11.15% 13 14 3 30 57.3 SYSTEMS SOFTWARE SPECIALIST II (TECHNICAL) 67 12.2 18.21% 16 7 4 27 2 40.5 SENIOR INFORMATION SYSTEMS ANALYST (SPECIALIST) 52 8 15.38% 7 12 4 23 59.61 STAFF PROGRAMMER ANALYST (SPECIALIST) 40 10 25.00% 9 3 2 14 60 DATA PROCESSING MANAGER III 25 0.00% 7 4 3 14 56 OFFICE TECHNICIAN (TYPING) 27 8 29.63% 6 3 1 1 11 70.3 PERSONNEL SPECIALIST 13 2 15.38% 2 1 5 1 9 1 76.92 DATA PROCESSING MANAGER II 24 4 16.67% 7 1 1 9 58.2 SYSTEMS SOFTWARE SPECIALIST III (TECHNICAL) 30 3 10.00% 5 3 1 9 2 40 EXECUTIVE SECRETARY I 11 1 9.09% 4 2 2 8 81.81 SENIOR PROGRAMMER ANALYST (SPECIALIST) 18 2 11.11% 5 2 1 8 55.55 EXECUTIVE SECRETARY II 13 2 15.38% 5 1 1 7 69.23 OFFICE TECHNICIAN (GENERAL) 23 7 30.43% 1 5 1 7 1 56.52 ASSOCIATE PROGRAMMER ANALYST (SPECIALIST) 14 5 35.71% 2 2 1 5 70.14 SENIOR PERSONNEL SPECIALIST 4 1 25.00% 1 3 4 100 SYSTEMS SOFTWARE SPECIALIST III (SUPERVISORY) 4 0.00% 1 2 1 4 100 DIGITAL PRINT OPERATOR II 3 0.00% 3 3 100 INFORMATION SYSTEMS TECHNICIAN SPECIALIST I 3 0.00% 2 1 3 100 OFFICE ASSISTANT (GENERAL) 2 0.00% 2 2 100 SYSTEMS SOFTWARE SPECIALIST II (SUPERVISORY) 3 0.00% 1 1 2 100 LEGAL SECRETARY 4 2 50.00% 1 1 2 1 75 PERSONNEL SUPERVISOR I 3 0.00% 1 1 2 66.66 STAFF INFORMATION SYSTEMS ANALYST (SUPERVISOR) 3 0.00% 1 1 2 66.66 SENIOR INFORMATION SYSTEMS ANALYST (SUPERVISOR) 3 0.00% 2 2 66.66 MATERIALS AND STORES SPECIALIST 3 0.00% 1 1 2 66.66 INFORMATION SYSTEMS TECHNICIAN 4 0.00% 2 2 50 DATA PROCESSING MANAGER IV 5 0.00% 2 2 1 20 STOCK CLERK 1 0.00% 1 1 100 PROPERTY CONTROLLER II 1 0.00% 1 1 100

Step 4 Example

Step 5

• Compare the amount of vacancies with

amount retiring minus current recruitment efforts to determine the potential vacancy impact over the next 5 years.

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Class Title Established Positions Vacant Positions Vacancy Percentage Age 50-54 Age 55-59 Age 60-64 Age 65+ Grand Total Recruit Potential Impact SENIOR PERSONNEL SPECIALIST 4 1 25.00% 1 3 4 100 DIGITAL PRINT OPERATOR II 3 0.00% 3 3 100 OFFICE ASSISTANT (GENERAL) 2 0.00% 2 2 100 STOCK CLERK 1 0.00% 1 1 100 PROPERTY CONTROLLER II 1 0.00% 1 1 100 SYSTEMS SOFTWARE SPECIALIST II (SUPERVISORY) 3 0.00% 1 1 2 100 SYSTEMS SOFTWARE SPECIALIST III (SUPERVISORY) 4 0.00% 1 2 1 4 100 INFORMATION SYSTEMS TECHNICIAN SPECIALIST I 3 0.00% 2 1 3 100 EXECUTIVE SECRETARY I 11 1 9.09% 4 2 2 8 81.81 PERSONNEL SPECIALIST 13 2 15.38% 2 1 5 1 9 1 76.92 LEGAL SECRETARY 4 2 50.00% 1 1 2 1 75 STAFF INFORMATION SYSTEMS ANALYST (SPECIALIST) 64 7 10.94% 15 14 8 1 38 70.31 OFFICE TECHNICIAN (TYPING) 27 8 29.63% 6 3 1 1 11 70.3 ASSOCIATE PROGRAMMER ANALYST (SPECIALIST) 14 5 35.71% 2 2 1 5 70.14 EXECUTIVE SECRETARY II 13 2 15.38% 5 1 1 7 69.23 PERSONNEL SUPERVISOR I 3 0.00% 1 1 2 66.66 STAFF INFORMATION SYSTEMS ANALYST (SUPERVISOR) 3 0.00% 1 1 2 66.66 SENIOR INFORMATION SYSTEMS ANALYST (SUPERVISOR) 3 0.00% 2 2 66.66 MATERIALS AND STORES SPECIALIST 3 0.00% 1 1 2 66.66 STAFF PROGRAMMER ANALYST (SPECIALIST) 40 10 25.00% 9 3 2 14 60 SENIOR INFORMATION SYSTEMS ANALYST (SPECIALIST) 52 8 15.38% 7 12 4 23 59.61 DATA PROCESSING MANAGER II 24 4 16.67% 7 1 1 9 58.2 ASSOCIATE INFORMATION SYSTEMS ANALYST (SPECIALIST) 65 7.25 11.15% 13 14 3 30 57.3 OFFICE TECHNICIAN (GENERAL) 23 7 30.43% 1 5 1 7 1 56.52 DATA PROCESSING MANAGER III 25 0.00% 7 4 3 14 56 SENIOR PROGRAMMER ANALYST (SPECIALIST) 18 2 11.11% 5 2 1 8 55.55 INFORMATION SYSTEMS TECHNICIAN 4 0.00% 2 2 50 SYSTEMS SOFTWARE SPECIALIST II (TECHNICAL) 67 12.2 18.21% 16 7 4 27 2 40.5 SYSTEMS SOFTWARE SPECIALIST III (TECHNICAL) 30 3 10.00% 5 3 1 9 2 40 DATA PROCESSING MANAGER IV 5 0.00% 2 2 1 20

Step 5 Example

Step 6

• To further justify increased recruitment efforts
• btain the average age of retirement for the

classification.

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The average retirement for the Senior Personnel Specialist Classification over the last year was 58.77.

Calculate Average Age of Retirement

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Class Title Established Positions Vacant Positions Vacancy Percentage Age 50-54 Age 55-59 Age 60-64 Age 65+ Grand Total Recruit Potential Impact SENIOR PERSONNEL SPECIALIST 4 1 25.00% 1 3 4 100 SYSTEMS SOFTWARE SPECIALIST III (SUPERVISORY) 4 0.00% 1 2 1 4 100 DIGITAL PRINT OPERATOR II 3 0.00% 3 3 100 INFORMATION SYSTEMS TECHNICIAN SPECIALIST I 3 0.00% 2 1 3 100 OFFICE ASSISTANT (GENERAL) 2 0.00% 2 2 100 SYSTEMS SOFTWARE SPECIALIST II (SUPERVISORY) 3 0.00% 1 1 2 100 STOCK CLERK 1 0.00% 1 1 100 PROPERTY CONTROLLER II 1 0.00% 1 1 100 EXECUTIVE SECRETARY I 11 1 9.09% 4 2 2 8 81.81 PERSONNEL SPECIALIST 13 2 15.38% 2 1 5 1 9 1 76.92 LEGAL SECRETARY 4 2 50.00% 1 1 2 1 75 STAFF INFORMATION SYSTEMS ANALYST (SPECIALIST) 64 7 10.94% 15 14 8 1 38 70.31 OFFICE TECHNICIAN (TYPING) 27 8 29.63% 6 3 1 1 11 70.3 ASSOCIATE PROGRAMMER ANALYST (SPECIALIST) 14 5 35.71% 2 2 1 5 70.14 EXECUTIVE SECRETARY II 13 2 15.38% 5 1 1 7 69.23 PERSONNEL SUPERVISOR I 3 0.00% 1 1 2 66.66 STAFF INFORMATION SYSTEMS ANALYST (SUPERVISOR) 3 0.00% 1 1 2 66.66 SENIOR INFORMATION SYSTEMS ANALYST (SUPERVISOR) 3 0.00% 2 2 66.66 MATERIALS AND STORES SPECIALIST 3 0.00% 1 1 2 66.66 STAFF PROGRAMMER ANALYST (SPECIALIST) 40 10 25.00% 9 3 2 14 60 SENIOR INFORMATION SYSTEMS ANALYST (SPECIALIST) 52 8 15.38% 7 12 4 23 59.61 DATA PROCESSING MANAGER II 24 4 16.67% 7 1 1 9 58.2 ASSOCIATE INFORMATION SYSTEMS ANALYST (SPECIALIST) 65 7.25 11.15% 13 14 3 30 57.3 OFFICE TECHNICIAN (GENERAL) 23 7 30.43% 1 5 1 7 1 56.52 DATA PROCESSING MANAGER III 25 0.00% 7 4 3 14 56 SENIOR PROGRAMMER ANALYST (SPECIALIST) 18 2 11.11% 5 2 1 8 55.55 INFORMATION SYSTEMS TECHNICIAN 4 0.00% 2 2 50 SYSTEMS SOFTWARE SPECIALIST II (TECHNICAL) 67 12.2 18.21% 16 7 4 27 2 40.5 SYSTEMS SOFTWARE SPECIALIST III (TECHNICAL) 30 3 10.00% 5 3 1 9 2 40 DATA PROCESSING MANAGER IV 5 0.00% 2 2 1 20

Step 6 Example

• IMPORTANT: Although knowing the average age of retirement assists

you in identifying a potential upcoming retirement, it is not the only factor.

• Review your employees length of state service to determine additional

probability of upcoming retirement.

• If the employee is at or near the average age of retirement and has

enough state service to be vested with medical the more likely they are to retire in the near future.

Review Length of State Service

Step 6, Continued

• Review the job specification and estimated

knowledge, skills and abilities to fill position to determine if increased recruitment should

• ccur.
• What is the available candidate pool on

current examination lists?

• Finally review job trends.

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Senior Personnel Specialist

• This is the expert journey level of the series. Under general

direction, incumbents serve as the expert staff resource responsible for the most difficult and complex personnel/payroll issues. As a "staff specialist", researches critical personnel problems and recommends alternative solutions; develops and maintains specialized training programs; reviews various control agency letters, memos, and bargaining contract provisions, and develops/revises internal procedures as necessary; prepares management reports, spreadsheets, and charts; drafts correspondence; functions as a team member on personnel-related projects; are coordinators for a variety of personnel/payroll programs, e.g., FMLA; and may act in a lead role (i.e., training, workload, etc.) over lower-level staff.

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Senior Personnel Specialist One year of experience in the California state service performing the duties of a Personnel Specialist, Range D, or a Personnel Services Specialist II. Knowledge and Abilities All Levels: Knowledge of: Current office methods, procedures, equipment, and basic math principles. Ability to: Think logically, multitask, and apply laws, rules, regulations, and bargaining contract provisions concerning personnel transactions; independently interpret and use reference material; give and follow directions; gather data; design and prepare tables, spreadsheets, and charts; advise employees of their rights; consult with supervisors on alternative actions which they may take on various transaction situations; communicate effectively; operate a computer keyboard/terminal; establish and maintain cooperative working relations with those contacted during the course of the work; organize and prioritize work; create/draft correspondence; maintain personnel records. Knowledge of: All of the above, and laws, rules, regulations, and bargaining contract provisions affecting personnel record keeping, personnel transactions, payroll, and certification processes used in State departments. Ability to: Perform all of the above, and represent the department on intra/interdepartmental teams; coordinate a variety of personnel/payroll transactions; research critical transactions and recommend alternative solutions.

Review Job Specification for Position

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Review Job Trends

Step 7

• Re-analyze your Workforce Data

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Class Title Established Positions Vacant Positions Vacancy Percentage Age 50-54 Age 55-59 Age 60-64 Age 65+ Grand Total Recruit Potential Impact SENIOR PERSONNEL SPECIALIST 4 1 25.00% 1 3 4 100 SYSTEMS SOFTWARE SPECIALIST III (SUPERVISORY) 4 0.00% 1 2 1 4 100 DIGITAL PRINT OPERATOR II 3 0.00% 3 3 100 INFORMATION SYSTEMS TECHNICIAN SPECIALIST I 3 0.00% 2 1 3 100 OFFICE ASSISTANT (GENERAL) 2 0.00% 2 2 100 SYSTEMS SOFTWARE SPECIALIST II (SUPERVISORY) 3 0.00% 1 1 2 100 STOCK CLERK 1 0.00% 1 1 100 PROPERTY CONTROLLER II 1 0.00% 1 1 100 EXECUTIVE SECRETARY I 11 1 9.09% 4 2 2 8 81.81 PERSONNEL SPECIALIST 13 2 15.38% 2 1 5 1 9 1 76.92 LEGAL SECRETARY 4 2 50.00% 1 1 2 1 75 STAFF INFORMATION SYSTEMS ANALYST (SPECIALIST) 64 7 10.94% 15 14 8 1 38 70.31 OFFICE TECHNICIAN (TYPING) 27 8 29.63% 6 3 1 1 11 70.3 ASSOCIATE PROGRAMMER ANALYST (SPECIALIST) 14 5 35.71% 2 2 1 5 70.14 EXECUTIVE SECRETARY II 13 2 15.38% 5 1 1 7 69.23 PERSONNEL SUPERVISOR I 3 0.00% 1 1 2 66.66 STAFF INFORMATION SYSTEMS ANALYST (SUPERVISOR) 3 0.00% 1 1 2 66.66 SENIOR INFORMATION SYSTEMS ANALYST (SUPERVISOR) 3 0.00% 2 2 66.66 MATERIALS AND STORES SPECIALIST 3 0.00% 1 1 2 66.66 STAFF PROGRAMMER ANALYST (SPECIALIST) 40 10 25.00% 9 3 2 14 60 SENIOR INFORMATION SYSTEMS ANALYST (SPECIALIST) 52 8 15.38% 7 12 4 23 59.61 DATA PROCESSING MANAGER II 24 4 16.67% 7 1 1 9 58.2 ASSOCIATE INFORMATION SYSTEMS ANALYST (SPECIALIST) 65 7.25 11.15% 13 14 3 30 57.3 OFFICE TECHNICIAN (GENERAL) 23 7 30.43% 1 5 1 7 1 56.52 DATA PROCESSING MANAGER III 25 0.00% 7 4 3 14 56 SENIOR PROGRAMMER ANALYST (SPECIALIST) 18 2 11.11% 5 2 1 8 55.55 INFORMATION SYSTEMS TECHNICIAN 4 0.00% 2 2 50 SYSTEMS SOFTWARE SPECIALIST II (TECHNICAL) 67 12.2 18.21% 16 7 4 27 2 40.5 SYSTEMS SOFTWARE SPECIALIST III (TECHNICAL) 30 3 10.00% 5 3 1 9 2 40 DATA PROCESSING MANAGER IV 5 0.00% 2 2 1 20

Step 7 Example

CONCLUSION

• Potential impact of retirements on your

positions.

• Collaborate with your Workforce Planning

Coordinator.

• Data helps justify increased recruitment.

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